First of all, there was the job level for joining the company. Here, Boss Jia had set up two different starting positions.
One was for freshmen who had just graduated, or those who had jumped ship and didn't have much experience. Their job level was from Daqian 1 to Daqian 3.
Those with a bachelor's degree or less were Daqian 1, those with a master's degree were Daqian 2, and those with a master's degree were Daqian 3.
Then, there were those who were actively poached by the Daqian, or those who were big names in the industry and had some fame. Such people couldn't be allowed to start from scratch. Otherwise, it would be an insult, and poaching them would only harm the company.
After such people were poached, the Daqian would have a special job level department to evaluate their starting job level. Boss Jia didn't write down the evaluation method too clearly. After all, Boss Jia hadn't thought about it clearly.
Therefore, the specific rules would be written in detail after the establishment of a specialized department for the grades.
These weren't important in the eyes of the executives. After all, no matter how good the executives were, they couldn't join the Daqian as a newcomer unless they jumped ship.
But if they jumped ship, it was most likely impossible for them to return to the Daqian. They didn't have the face to do so!
What they cared about the most was the job level evaluation of the old employees and the promotion method.
Sure enough, the next question was what they were looking forward to the most.
Among them, the most important thing to determine one's job level was merit points.
According to Boss Jia's settings, if one wanted to increase one's job level, they had to reach a certain amount of merit points.
Among them, 200 merit points were needed to upgrade the Daqian from Level 1 to Level 2.
400 merit points were needed for Level 2 to Level 3.
600 merit points were needed for Level 3 to Level 4.
So on and so forth. Finally, 1800 merit points were needed for Level 9 to Level 10.
From Level 1 to Level 10, as long as one's Merit Points were sufficient, they could level up immediately. There were no other restrictions.
However, from Da Qian's level 10 onwards, levelling up became more difficult.
First of all, the merit points needed to increase. For example, upgrading from Level 10 to Level 11 didn't require 2000 merit points, but 4000 merit points.
Upgrading from Level 11 to Level 12 required 8000 merit points.
Leveling up from Level 12 to Level 13 required 16,000 points.
Leveling up from Level 13 to Level 14 required 32000 points.
In the end, the merit points required to level up from level 19 to level 20 reached an astonishing 1,024,000. The requirement to level up to a million was truly terrifying.
However, if one wanted to level up, they didn't just need enough merit points. This was because in addition to the mandatory requirement of merit points, they also needed a medal as a mandatory condition.
There was no detailed description of the medal or method. It only said that to upgrade from level 10 to level 11, one would need a third-class Daqian medal.
Upgrading from LV 11 to LV 12 required two third-class Daqian medals.
Upgrading from LV 12 to LV 13 required three third-class Daqian medals.
Upgrading from LV 13 to LV 14 required a second-class Daqian medal.
Similarly, when upgrading from LV 16 to LV 17, one first-class Daqian medal was required. When upgrading from LV 18 to LV 19, three first-class Daqian medals were required. Finally, when upgrading from LV 19 to LV 20, one would need a superior Daqian medal.
In short, after Level 10, if one wanted to continue leveling up, one would need to consume a corresponding Daqian medal. If one didn't have it, even if one collected tens of millions of merit points, they would be stuck at Level 10 and unable to level up.
The last part was what everyone was looking forward to. It was the specific method to obtain merit points.
Thus, along with merit points, a brand new mission system was born.
This massive mission system would cover the daily work of the entire Daqian Group. Everything in the daily work would be counted into the mission system.
And after completing the mission, one would be able to obtain merit points.
For example, first of all, as soon as an employee entered the company, they had to use their work card to check in on the computer. Then, they had to accept a serious work task. If they successfully completed the day's daily work and met all the work requirements without any problems, they would be able to obtain 1 merit point as a mission reward.
In this way, if one relied purely on checking in and checking in to increase merit points, it would take about 27 years to reach Daqian 10.
Of course, this was impossible. The speed was too slow. Therefore, the daily mission only required that the worker didn't have any problems at work. The specific work content was driven by other missions.
For example, for a salesperson, the boss would issue a task to sign orders. How many merit points could be obtained by signing orders today?
There was also a task to provide customer service. How many merit points could be obtained by providing good customer service?
For another example, for a worker on the production line, the boss would issue a task to produce a lot of parts today. If the task was completed successfully, the worker would be able to obtain the corresponding merit points as a reward.
All kinds of daily work were divided into missions. This way, all the contributions of all the workers in the daily work could be thoroughly recorded, and all the effort they put in would be solidified in the form of merit points.
As long as a person was diligent enough and did enough things, he would be able to obtain enough merit points as a reward.
As for the issue and acceptance of missions, first of all, the mission department under the position department would issue some ordinary daily missions according to the characteristics and work needs of each department.
These missions could be automatically accepted on the computer of each department using their own work card. After the mission was completed, the relevant leader would confirm and receive the corresponding reward.
Of course, there would definitely be many unexpected situations in a work unit. Therefore, the leaders of each department had the authority to issue special missions. They could directly issue the mission requirements on the computer, and the subordinate employees would accept the mission and complete the mission to obtain merit points.
Of course, there was a problem with this, and that was that the leaders might use this method to earn merit points.
For example, they could issue a very simple mission and give a large number of merit points. This way, the entire department would be able to earn merit points.
Therefore, for this situation, although the leaders could give a suggestion of merit points, the final amount of merit points would be reviewed and awarded by an independent department. The leaders did not have the right to decide the amount of merit points.
On the other hand, the leaders also had to accept their own missions, but it would not be so specific. The higher-ups would issue a large overall mission to each department. If the department completed the mission, the leaders of the department would each receive their own merit points. If they could not complete the mission, then the merit points would naturally be gone.
There was a way to earn merit points, and naturally, there was also a way to deduct merit points.
All kinds of mistakes made by employees and leaders were all linked to merit points, and merit points would be directly deducted.
In addition, if some missions did not meet the requirements, merit points would also be deducted, and even the entire department would have their merit points deducted.
There was also the problem of the Daqian medal. Some important scientific and technological breakthroughs, some important market breakthroughs, and so on were missions that were crucial to the development of the company.
These missions would be rewarded with additional medals. After completing these important missions, the employee would be able to receive medals of various levels. This was also the most crucial tool for continuing to improve after Daqian 10.
In short, the mission system would cover the entire company. All the work in the company would be refined into specific missions, and various missions would be used to push the company forward.
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